How to attract top Millennal talent

Adecco Way to Work careerathon

By Scott Westcott

What’s it take to attract millennial talent? More and more employers are asking that question as the 18-to-33 year-old age group fast becomes the largest percentage of the U.S. workforce.

Yet employers are finding that it takes more than simply posting open jobs to attract talented Millennials, who bring with them unique working styles and expectations that are considerably different than those of the baby boomer generation. Progressive companies are focused on developing a culture and working environment that allows Millennials to flourish and encourages them to stick around. Here are some steps that smart employers are taking to attract workers from Generation Y.
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Why You’re Getting Nowhere In Your Attempt to Change Careers – and 5 Tips to Make Progress

If you are looking to make a complete career change, applying for jobs online and waiting for a response is rarely going to work.

Why?

In most cases, when a recruiter is evaluating an applicant for a position, they are comparing their prior education and work experience to the requirements of a job requisition. If they match, they will be considered a good fit. If they don’t, the recruiter moves on to the next resume.

Even if the job is entry level, if you have several years of experience in another field, the recruiter may not consider you a fit. They may think you applied to the wrong job; that you would require a much higher salary than an entry level candidate; or that you would be bored in an entry level role.

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Top Jobs 2013 – A Look Ahead at Some of the Most In-Demand Roles in the National Job Market

Whether you are a professional looking to get ahead in your career or a business leader looking for people who can help your company get ahead, it’s important to know what skills and roles are in-demand. Adecco’s recruiting and career experts throughout the country examined national hiring metrics and salary trends to uncover the seven most in-demand jobs for 2013. Check out the results in our infographic below.
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How to Attract Higher Quality Freelancers

There are any number of reasons for a business to hire freelancers. Maybe your start-up needs a copywriter for 20 hours a week and a full-time hire just doesn’t make sense. Maybe you need a developer with a very specific skill set to help you complete an ambitious software build. Whatever the reason, it’s important to remember that experienced freelancers are more than contract labor. They’ve got specific skills and they want specific things out of a contract job. If you want to attract better talent to your project, start retooling your approach to hiring freelancers now.

Make your goals clear. Almost every freelancer has the same horror story: they get brought in for a project, and then the project grows. And grows. The project mushrooms into something they didn’t sign on for and don’t want to be doing. If you’re a hiring manager and this sounds familiar, consider doing the following next time you think about hiring a freelancer: does the project have a clear, coherent, realistic road map? If not, make one. If so, make sure you’re committed to following it. Word gets around among freelancers quickly, so avoid being That Client by being realistic about your goals and expectations.

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3 Numbers to Know and 3 Things to Keep In Mind: Salary Negotiations

A recent post on the “desired salary” interview question by HRNasty got me thinking about this question myself.

When it comes to salary, there are three numbers you should be able to share with a recruiter:

1. What you make in your current role.

2. What you would like to make, based on current market rates or advancement in skills and education since you started your current role.

3. The bare minimum you’d be willing to accept to consider making a change (sometimes, less than your current salary depending on your circumstances).

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Contract to Hire: The Real Story

It’s not uncommon for candidates to be skeptical of the contract to hire situation. There are pros and cons to this employment arrangement for both candidates and managers alike. So what’s the real story on contract to hire? Why do companies use it and how do you maximize your odds of getting hired in?

Reasons Companies use Contract to Hire:
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